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Allyship in Action
Allyship in Action episodes
- 113: Ekta Goel - Gender Equality Starts at Home
Ekta Goel, seasoned HR leader and diversity champion, joins the Next Pivot Point podcast to share her own personal journey along with helpful strategies to lead inclusively.
Together, we explore:
- Gender biases in the US and abroad forcing women to prove it again
- How the motherhood penalty affects women adversely in the workplace and what must be done to fix it
- The glass ceiling and how it operates differently in the US vs. India
- Why we cannot wait for HR leaders to set policies; it starts with individual actions
Connect with Ekta at https://www.linkedin.com/in/ektagoel1/. Find Julie at https://nextpivotpoint.com/ or @nextpivotpoint.
26 min - 112: Minda Harts - Why Corporate America is Not Working for Women of Color
Minda Harts, bestselling author of the book The Memo: What Women of Color Need to Know to Secure a Seat at the Table joins the Next Pivot Point podcast to share how Corporate America can engage women of color.
In this episode, we cover:
- Why courage is necessary to lead inclusively
- How to look outside yourself to be an ally for women of color
- Why allyship is not a badge of honor; it requires action
Follow Minda's work at www.mindaharts.com. Find Julie at https://nextpivotpoint.com/ or @nextpivotpoint.
32 min - 111: Roshaunda Green - DIBs
Roshaunda Green was named one of the 30 must follow D&I thought leaders on transforming the workplace. She joins the podcast to explore:
- The DIBs framework for diversity, inclusion, and belonging in the workplace
- How to embed DIBs into your overall business strategy and goals
- A window into a day in the life of DIBs practioner
You can connect with Roshaunda at @RoshaundaDGreen on Twitter and on LinkedIn at https://www.linkedin.com/in/roshaundagreen/. Find Julie at https://nextpivotpoint.com/ or @nextpivotpoint.
36 min - 110: Todd Shickel - White Male Epiphanies
Todd Shickel is a senior executive in Corporate America. He joins the Next Pivot Point podcast to share his own white male ephiphany journey and why it is hard for white men to engage in the diversity, equity and inclusion conversation. Together, we unpack:
- His white male epiphany stories from an early age to now
- The 3 L's he lives by as an ally to listen, learn, and lead by example
- How ignorance rather than fear is what is really holding white men back from joining DEI
Learn more about Todd at https://www.linkedin.com/in/todd-shickel-897833b/. Find Julie at https://nextpivotpoint.com/ or @nextpivotpoint.
37 min - 109: Kasia Urbaniak - A Woman's Guide to Power
Kasia Urbaniak is author of Unbound: A Woman's Guide to Power. She joins the Next Pivot Point podcast to discuss:
- Insidious power is hard to see and why
- The temporary chaos created when women express power
- "Good girl" conditioning and the role of men in the conversation on gender equality
Find Julie at https://nextpivotpoint.com/ or @nextpivotpoint. Learn more about Kasia at weteachpower.com.
31 min - 108: Craig Welsh - A Look Inside Corporate America's Journey with DEI
Craig Welsh, Chief Distribution and Marketing Officer at Westfield, joins us to share his personal journey to allyship. As a senior leader, he shares how his organization has built and sustained their diversity, equity, and inclusion goals over time. Together, we unpack:
- His personal why for allyship and his journey supporting the women's employee resource group and overall diversity
- The discomfort men have in the diversity conversation and what to do to enlist more allies
- The importance of the "why" for the DEI journey and how his organization is commited to helping end systemic racism
Follow Craig at https://www.linkedin.com/in/craig-welsh-60657511/. Find Julie at https://nextpivotpoint.com/ or @nextpivotpoint.
32 min - Bonus Episode: How to Facilitate Inclusive Meetings
Meetings are a huge indicator of a team's success. Meeting behavior signals inclusion, or often, the lack of inclusion. Reflect on your meetings…
- How often do the same types of people speak?
- How often do the same types of people make decisions?
- What types of people get interrupted the most?
In this episode, Julie teaches you how to :
- Align the team by crafting solid rules of engagement
- Facilitate interaction authentically and early on to gain input
- Build commitment, rather than consensus
Like this? Join us for our next online workshop: https://www.eventbrite.com/e/how-to-have-inclusive-meetings-tickets-119894933975
15 min - 107: Jennifer Brown - How to be an Inclusive Leader
Jennifer Brown is back! She returns to discuss her new book, "How to be an Inclusive Leader" and why white supremacy culture is still holding Corporate America back from achieving true diversity and inclusion.
Together we unpack:
- The ally continuum and the importance of meeting leaders where they are at in the ally journey
- The risk of losing people along the journey in allyship from aware to active stages, and how to prevent that from happening
- Why white supremacy culture is holding Corporate America back and how to open the doors to allies, especially white men in the diversity, equity and inclusion conversation
Connect with Jennifer Brown at www.jenniferbrownspeaks.com. Find Julie at https://nextpivotpoint.com/ or @nextpivotpoint.
38 min - Bonus Episode: How to Measure Diversity, Equity, and Inclusion
The business case for diversity is not a secret. There is a clear ROI for the why for diversity, equity, and inclusion:
- Inclusive teams make better business decisions 87% of the time.
- Firms with more diverse management teams have 19% higher revenues according to Forbes
- Gender and racial diversity lifts profitability rates 20-36% according to McKinsey
In this episode, Julie shares how to:
- Prioritize data that truly drives diversity and inclusion
- Craft meaningful metrics that capture diversity and inclusion activities
- Create a diversity and inclusion scoreboard for accountability
Like this content? Join us for our next online workshop on this topic: https://www.eventbrite.com/e/119898255911/
13 min - 106: Brad Johnson and David Smith - How to be One of the "Good Guys"
Highly acclaimed male ally experts, HBR contributors, and published authors of the newly released book "The Good Guys," Brad Johnson and David Smith join the show to discuss:
- The why for men, especially white men, in the gender and diversity conversation
- Tangible ways to be a "good guy" and stand with women and underrepresented groups as an ally
- How gender allyship translates to racial allyship
Connect with Brad and Dave at www.workplaceallies.com.
33 min
About Allyship in Action
From the publisher's feed
I left Corporate America because the workplace culture sucked.
That realization was my personal pivot point, and it's the entire driving force behind my podcast, Allyship in Action.
Inclusive workplace culture doesn't happen by accident. It is built through intentional, consistent choices. In every episode of Allyship in Action, my goal is simple. My goal is to cut through the noise, skip the performative shiny stuff, and deliver real, practical tools that turn good intentions into sustainable workplace culture change.
Here is the core summary of what Allyship in Action is all about, and how all leaders can be better allies.
From Performative Statements to Everyday Practice
We've all seen standard corporate declarations like posting a statement on social media or making a grand pledge. While public support isn't inherently bad, true allyship begins when the cameras are off. Allyship isn't a badge you wear or a title you give yourself. Allyship is a verb. It requires continuous learning, unlearning, and showing up even when things get messy or uncomfortable.
In our conversations with workplace culture experts, we repeatedly unpack how real allies move from passive empathy to proactive intervention. That means noticing who gets interrupted in meetings, recognizing whose ideas are credited, and ensuring that opportunities are distributed equitably across the entire team.
Rewiring Workplace Culture for True Inclusion
A healthy workplace culture isn't created by ping-pong tables or free snacks. Inclusive workplace cultures are built on psychological safety, fairness, and trust. For genuine inclusion to take root, organizations must audit the subtle systems that drive daily behavior. How are your meetings structured? How are performance reviews conducted? Who holds the informal power, and how is feedback delivered?
On the podcast, we showcase practical tactics—like rotating an Inclusion Booster role during weekly staff meetings to monitor airtime and ensure introverted or underrepresented voices are heard. When you design everyday workflows with inclusion in mind, you stop relying on heroic individual acts and start embedding equity into the DNA of your organization.
Protecting the Pipeline and How Inclusion Drives Talent Retention
There is both a deep human case and a rock-solid business case for DEI. In today's shifting marketplace, talent retention is one of the single biggest operational challenges leaders face. High performers, especially women, racially diverse team members, neurodivergent colleagues, and Gen Z workers, simply will not stay where they have to mask their true selves or fight uphill against systemic microaggressions.
When employees feel seen, heard, and valued for their unique lived experiences, engagement skyrockets, innovation thrives, and turnover drops. Protecting your talent pipeline isn't about complex retention gimmicks; it's about fostering an environment where people know, without a shadow of a doubt, that they belong.
Engaging People with Power
One of our biggest research insights is that inclusion work stalls when it remains isolated in ERGs or HR departments. Without people in positions of power actively engaged as allies, systemic progress hits a ceiling. Powerful leaders often stay on the sidelines out of a fear of making a mistake or saying the wrong thing.
Allyship in Action serves as a compassionate, pushback-proof invitation for leaders to step up. Allyship isn't about having all the answers or acting like a superhero. It's about having the humility to say, "I don't know, but I'm here to listen, learn, and leverage my influence to help."
Allyship is a Continuous Journey
Allyship is progress over perfection. It's a practice. We are all works in progress. If we want better workplaces, we have to stay curious, challenge our own blind spots, and commit to taking small, consistent micro-actions every single day.
When we do allyship well, we don't just change our teams, we also redefine what it means to lead for all.